Underpaid whilst suspended on full pay

Detroit

Undervalued wrote: »

Yes. However nothing stops the employer from saying "resigned whilst under investigation for gross misconduct" in response to any reference request.

Arguably the fact they have admitted their mistake and "done the honourable thing" should count in their favour depending on how you look at it.

Apart from certain regulated professions there is no such thing as "their record". What we are discussing is the reference that might be forthcoming if the firm is asked by a prospective employer. Rightly or wrongly we don't have a log book that has to be shown when applying for a job!

Someone who was dismissed for GM or resigned in response to such an accusation is unlikely to give that company as a reference if they can possibly avoid it.

If, as Sangie has suggested, the firms real reason for refusing an immediate resignation is to cover their own back then there is no incentive for the employee to co-operate with the process unless they feel they have a realistic chance of defending the "charge".

Obviously if the employee can find any kind of lever and negotiate a settlement agreement with an agreed reference then that is another matter.

I didn't imagine for a moment there was a log book that had to be shown when applying for jobs. I'm not sure how you gained the impression I did.

You however, believe there's no such thing as 'their record'?

So, is there another term to better describe the document an employer keeps to record the information on their staff, such as performance, sickness, any disciplinary procedures, grievances, date and reasons for leaving?
The document the employer would refer to if asked for a reference?
The document on which they would record 'resigned whilst under investigation for gross misconduct'?

It is the latter record entry that people can mistakenly believe offers them some advantage over one stating dismissed for gross misconduct, as they believe it to be inconclusive, and, should a future reference refer to it, that it provides an opportunity to tell future employers that 'it was never proved'.

It is this that prompts many people to resign ahead of their disciplinary hearing rather than the honourable altruism you suggest.

Obviously, not knowing the OP, I can't say for sure, but equally, neither can you.

I'm sure there are cases where people resign after admitting a mistake, but in GM cases it would usually need to be a very serious one, so credit is probably not appropriate.

Of course, a person would avoid volunteering an employer who had dismissed them as a referee, but frequently there is no choice, if they've worked there a while, or they were the most recent employer.

Incidentally, Sangie gave a primary reason why employers proceed despite resignation, which is nothing to do with 'covering their backs', and also pointed out an excellent reason to cooperate with the process.

DMC3103

No, the deduction is for the full time that I have been suspended